Education is the most important institution that emerges from the context of society and at the same time its builder and developer, and its impact on the development of society is vital and tangible. It is the most important course of study. The present study aimed to identify the components of Genuine Leadership competence in primary schools. The present study is a qualitative research in terms of applied purpose, qualitative research in terms of data type and phenomenological research in terms of method. The method and tools used to collect data are semi-structured interviews with experts in the field under study. The statistical population of the study includes managers, professors and experts in the field of management and Leadership. Sampling was done by snowball method until reaching theoretical saturation. To determine the validity and reliability of the findings, three techniques of reliability, transferability and verification were used. After analyzing the data obtained from semi-structured interviews with 15 experts, university professors and managers in the field of education, 184 concepts (open source), 15 subcategories and 5 categories were extracted. Solutions were also introduced to improve the use of Genuine Leadership in primary schools.

Objective: The purpose of this study is to identify the ethical dimensions of Genuine Leadership by followers in higher education. This research has a qualitative approach and Grounded Theory method has been used as research method. Methodology: The method of data collection is to study the theoretical basics and in-depth interviews (25 interviews with 23 people) with the sample staff of Islamic Azad, Payam Noor and governmental universities in west of Iran (Hamadan, Kurdistan, Lorestan, Ilam). The sampling method continued to be purposive and theoretically saturated. The validity of this study was verified by the interviewers and then by the professors. Reliability was 73. 6% using the process audit method. Continuous comparison method during three stages of open, axial and selective coding was used for data analysis. Findings: Finally 32 concept codes and 7 main categories were extracted. Main topics include: Ethics based on Islamic teachings, moral development, ethical behavior, moral courage, ethical bias, ethical relationships and ethical implications.

The present research was carried out with the aim of designing and testing a model of Genuine Leadership outcomes, where Genuine Leadership construct was selected as an antecedent variable; the constructs of organizational citizenship behavior, psychological well-being, and job aspiration as outcome variables and ethical and trust atmosphere constructs as mediation variables. For this purpose, 200 personnel of a military unit were selected by simple random sampling. The instruments of this study were including questionnaires of Genuine Leadership, ethical work atmosphere, organizational trust, organizational citizenship behavior, psychological well-being, and job aspiration. The data were analyzed through structural equation modeling (SEM) and intermediate analysis. Modeling analyzes supported the structural equations considering the proposed model with the data. The results indicated a direct positive effect of Genuine Leadership on ethical job environment, organizational trust, organizational citizenship behaviors, and job aspiration, a direct positive effect of ethical work environment on organizational citizenship behavior and job aspiration, a direct positive effect of organizational trust on organizational citizenship behavior and job aspiration, and an indirect positive effect of Genuine Leadership on organizational citizenship behavior and job aspiration through the ethical work environment and organizational trust. Based on the findings of this study, it can be concluded that organization administrators should pay special attention to identify, evaluate, and promote authentic Leadership in their organizations. Therefore, it is suggested that the organizations should recruit authentic leaders, and should encourage, support, and develop this type of Leadership in order to increase the productivity of the organizational performance.

Introduction: The proper communication and interaction with the human resources in the organization for the purpose of carrying out the planned activities will lead to the achievement of goals and the survival and balance and organizational development. One of the most important factors influencing the integrated activities of human resources in organizations is the level of trust and acceptance that employees have towards their managers and organizations. The purpose of this study was to investigate the effect of Genuine Leadership on organizational virtue with the mediation of psychological capital among employees of Lorestan University. Methods: The research method is descriptive correlation model based on structural equation modeling. The statistical population consisted of all the staff of Lorestan University. The sample size was 210 using random sampling using Krejcy and Morgan tables. Data were collected using standard questionnaire of Genuine Leadership, organizational virtue and psychological well-being. Data was analyzed using software spss18 and Pearson Correlation Coefficient, lisrel software. Results: The direct effect of Genuine Leadership on organizational virtue (β = 0. 32, t = 72. 3) was significant at the level (P = 0. 5). Also, the direct effect of the original variable on psychological capital (β =. 33, t = 33. 6) was significant at the level (P = 0. 5). The direct effect of psychological capital on organizational virtue (β = 0. 40, t = 0. 44) was significant at the level (P = 0. 5). The indirect effect of the noble Leadership on organizational virtue with the mediating role of psychological capital (β = 55. 16, t = 0. 28) was significant at the level (P =. 5). The fitting of the prediction model for research variables is relatively good (X2/DF = 2. 133), indicating the alignment of the fitted model with the research community. Because the Chi-Square/Df of less than 3 represents the fit of the model. Conclusions: Based on research findings, the noble Leadership influences organizational virtue with the role of mediator of psychological capital among the staff of the University of Lorestan. Therefore, it is suggested that university administrators develop and strengthen the attitude of Genuine Leadership in the organization and emphasize the virtue and promotion and self-awareness of their employees, and their employees as a major organizational capital.

The overall goal of the present study was to present a Genuine Leadership model for the internationalization of macro-medical universities in region I. The purpose of this study was to apply an exploratory design with a qualitative and quantitative approach. The statistical population was selected through qualitative sampling method by the faculty members of the macro-medical universities of the region (n = 14). The faculty of macromedical universities in the region consisted of 1851 people. 320 students were selected based on Cochran formula. Sampling was done by stratified random sampling based on university unit. Semi-structured interviews were used to gather data on qualitative part to identify the dimensions of Genuine Leadership. The result of the qualitative part is the production of a Genuine Leadership expert questionnaire. For data gathering in quantitative section for authentic Leadership variable, a researcher-made original Leadership questionnaire with 91 questions and 2 "individual and organizational" questionnaires was used and for measuring internationalization variable, Gol-Afshani Internationalization Questionnaire (2019) was used with 50 questions and 8 dimensions. "Educational, research, cultural, political, communication, knowledge production, higher education macro policies and financial resources" were used. The face and content validity of the instruments was confirmed by the supervisor and consultant. The reliability of the questionnaire was calculated using Cronbach's alpha coefficient above 0. 7 which was confirmed. Exploratory factor analysis, confirmatory factor analysis, and structural equations were used to analyze the data. The results of the qualitative phase of the research showed that Genuine Leadership has two dimensions (individual and organizational).

Background & Aims: Organizational behavior has long been considered, but the debate over the last two decades about organizational behavior of employees is called "organizational citizenship behavior" (2). Organizational citizenship behavior provides the attitude and capacity of employees to empower and increase their flexibility in line with the goals of the organization and in different environmental conditions,And provides the necessary conditions for organizational success and effectiveness (5). Because today, achieving the goals of organizations depends to a large extent on the proper performance of employees (6). This is more important in educational organizations, especially education (7). But one of the factors that affect the occurrence of organizational citizenship behavior is moral intelligence (11). Moral intelligence not only provides a strong and defensible framework for human activity, but also has many applications in the real world. People with high moral intelligence always link their work with ethical principles, which in turn increases the commitment and responsibility of individuals and improves individual and group performance (13). Many people's behaviors and actions are influenced by moral values and are rooted in morality. Therefore, lack of attention to ethics in organizations and weakness in observing ethical principles can create many problems and question the legitimacy and actions of organizations (14). However, considering the role of education in the future of the country, identifying variables related to moral intelligence and organizational citizenship behavior is of particular importance for better planning and improving the quality of teaching staff. In this regard, one of the variables that seems to be related to organizational citizenship behavior and moral intelligence is Genuine Leadership. Genuine leaders are deeply committed to the well-being of others and, as one of the characteristics of Genuine Leadership, pay special attention to the issue of caring ethics (19). Mental health is another component that may be related to moral intelligence and organizational citizenship behavior. Mental health is one of the most important components of a healthy life in which numerous factors are involved in its proper or unhealthy formation. Accordingly, in parallel with examining the relationship between ethics and physical and mental health, researchers sought to define new concepts related to ethics and explain their components (22). Finally, in organizations, the most important and sensitive roles are played by managers. In order for managers to be able to perform their duties and activities well, employees must feel that their managers are trustworthy. Trust between management and employees will have a great impact on the quality of management. Therefore, the decline of trust in organizations is one of the issues that cause unmotivated and indifferent employees and slow implementation of programs (26). Considering the the importance of organizational citizenship behavior and moral intelligence on the work efficiency of education staff on the one hand, being adjacent to the three provinces of Golestan, Mazandaran and Gilan and behavioral and cultural similarities and structural and environmental characteristics on the other hand And considering that research conducted inside and outside the country did not find research to examine the relationship between organizational citizenship behavior with moral intelligence and the mediating role of Genuine Leadership, mental health and organizational trust in the Department of Education as In the present study, the researcher intends to model organizational citizenship behavior based on moral intelligence through Genuine Leadership, mental health and organizational trust. Methods: The present study is based on the model of structural equations in terms of applied-developmental goal and in terms of correlation method. The statistical population of the present study included 3301 managers, deputies and employees of education departments in the three provinces of Golestan, Mazandaran and Gilan. 344 people were randomly selected as the sample. Library and field resources (questionnaire) were used to collect information. To measure moral intelligence from the standard questionnaire of Lenick and Kiel (2005), to measure organizational citizenship behavior from the standard questionnaire of Podsakoff et al. (2000), to measure authentic Leadership from the standard questionnaire of Walomboa et al. (2008), to measure mental health from the standard questionnaire GHQ designed by Goldberg and Hiller (1979) and the standard questionnaire of Elonen et al. (2008) was used to measure organizational trust. The face validity and content of the questionnaire were approved by academic experts. CVR All indicators were evaluated and approved more than 0. 8. Cronbach's alpha was used to confirm the reliability of the instrument, which was higher than the acceptable minimum (0. 7). Data analysis was performed using the path analysis approach with the help of Smart-PLS software version 3. 2. Results: According to Table 2, the research variables are in good condition. Also, the value of the square root of all variables is greater than the value of the correlation between them, which indicates a good divergent validity and good fit of the measurement model. The coefficient of determination shows that 78. 9% of changes in organizational citizenship behavior are explained by moral intelligence, Genuine Leadership, mental health and organizational trust. The standardized path coefficients and the significance of the coefficients in Figure (2) show that there is a direct relationship between moral intelligence and Genuine Leadership (β,= 0. 789), mental health (β,= 0. 805) and organizational trust (β,= 0. 866). And there is meaning. Also, there is a direct and significant relationship between moral intelligence (β,= 0. 192), Genuine Leadership (β,= 0. 219), mental health (β,= 0. 244) and organizational trust (β,= 0. 295) with organizational citizenship behavior. has it. The indirect coefficient of moral intelligence through the variables of Genuine Leadership was 0. 173, mental health was 0. 197 and organizational trust was 0. 255, so that the sum of indirect effects is 0. 625 and the total is 0. 816, which is significantly less than the Sobel test. 5% can be said to mediate the variables of Genuine Leadership, mental health and organizational trust in the relationship between moral intelligence and organizational citizenship behavior. Conclusion: According to the results of the present study and the relationship between organizational citizenship behavior and moral intelligence directly and through the mediating role of Genuine Leadership, mental health and organizational trust, we realize the importance of organizational citizenship behavior. On the other hand, it can be argued that Genuine Leadership can enhance organizational citizenship behaviors by increasing the positive context in employees and promoting ethical intelligence and interest in employees. It can also be argued that moral intelligence through mental health is based on abilities and characteristics that provide valuable outcomes and results and lead to the emergence and development of organizational citizenship behavior. Finally, organizational trust creates a sense of security for employees and improves their organizational commitment and performance, and motivates employees to act beyond their duties. In this way, employees are sensitive to the better performance of work and the improvement of the image of the organization, and voluntarily and unconsciously engage in organizational citizenship behaviors.

Kierkegaard’s aim was to understand Christianity and act according to it. To reach this aim, he first rejects official Christianity and then explains his version of Christianity, that is, the Genuine one. Official Christianity has shown itself in the form of academic Christianity and ecclesiastical one. The academic Christianity, whose leading figure is Hegel, on the one hand tries to prove the Christian doctrines with rational arguments and make Christianity reasonable, and on the other hand seeks to justify Christianity with the help of historical evidences. The ecclesiastical Christianity, on the one hand, has a collectivist approach towards Christianity and therefore sacrifices the Christian individual, and on the other hand, transforms Christianity into a social institution and by reducing it to some rites and rituals tries to simplify Christianity. But Genuine Christianity walks in an absolutely different way. It rejects reason, collectivism and simplification and puts emphasize on faith, individuality, suffering and passion.

The purpose of the present study was to investigate the relationship between authentic Leadership and organizational commitment of employees with the mediating variable of job satisfaction in the 4th education and training region of Tehran.In terms of the basic purpose, this research was a method of collecting field data and in terms of the implementation method, it was a descriptive correlation type. The statistical population included all the employees of the Department of Education and Culture of the fourth education and culture region of Tehran, numbering 420 people, using the Karjesi and Morgan table and the relative stratified random sampling method, 201 people as the volume The sample was selected.The data collection tools were the standard questionnaires of Asil Aliu et al.'s Leadership style (2007), organizational commitment by Allen and Mayer (2007), and job satisfaction by Smith and Hevlin (1969). The validity of these questionnaires was confirmed by experts, and reliability was calculated through Cronbach's alpha coefficient (0.90, 0.88, 0.86 percent) respectively.The results showed that the explanatory model of organizational commitment based on authentic Leadership and job satisfaction is suitable based on the experimental data obtained. Also, the results showed that there is a significant relationship between authentic Leadership and the organizational commitment of employees and job satisfaction with the organizational commitment of employees of the 4th district of Tehran.It also showed that there is a significant relationship between authentic Leadership and organizational commitment with the mediation of job satisfaction of the employees of the Department of Education,.

In the present article, we propose the (p; q) variant of Genuine Baskakov Durrmeyer operators. We obtain moments and establish some direct results, which include weighted approximation and results in terms of modulus of continuity of second order.

The purpose of this study was to investigate the effect of Genuine Leadership on organizational learning with regard to mediating variable of purposeful organizational forgetting. The methodology of study was applied in terms of purpose and descriptive-correlative in terms of implementation. The statistical population of the study consisted of 840 employees of headquarter of the Ministry of Petroleum. Among them 260 persons were selected by random sampling using Krejcie and Morgan table. Three standard questionnaires of Genuine Leadership of North Rhine (2010), Dihalenchr('39')s Organizational Purposeful Forgetting (2004), and Niffechr('39')s Organizational Learning (2001) were used for data collection. The reliability of the questionnaires using Cronbachchr('39')s alpha coefficients were 0. 86, 0. 88 and 0. 89, respectively. The data collected were analyzed by structural equation warpPLS software. The results of path analysis showed that Genuine Leadership has positive and meaningful effect on organizational learning and the mediating role of purposeful organizational forgetting between authentic Leadership and organizational learning is confirmed.